{"id":30304,"date":"2023-08-29T08:07:03","date_gmt":"2023-08-29T08:07:03","guid":{"rendered":"https:\/\/thelegalcompany.nl\/?p=30304"},"modified":"2026-09-02T16:39:04","modified_gmt":"2026-09-02T16:39:04","slug":"no-self-reflection-and-building-a-file-all-hands-on-deck-or-smooth-sailing","status":"publish","type":"post","link":"https:\/\/thelegalcompany.nl\/en\/no-self-reflection-and-building-a-file-all-hands-on-deck-or-smooth-sailing\/","title":{"rendered":"No self-reflection and building a file: all hands on deck or smooth sailing?"},"content":{"rendered":"

Under Section 7:669(3)(g) of the Dutch Civil Code, a court may terminate an employment contract if \u201cthe working relationship has been disrupted to such an extent that the employer cannot reasonably be required to allow the employment contract to continue<\/em>\u201d. That may sound simple, but it is a demanding test.<\/p>\n

Two court rulings: does a lack of self-reflection lead to a disrupted working relationship?<\/strong><\/h4>\n

In the first ruling<\/a>, an employee shows no self-reflection and communicates poorly. After a period of illness and failed mediation, the parties fail to agree on an improvement plan. When the employer announces it will terminate the employment contract, the employee reports sick again. The court finds the employer\u2019s reliance on underperformance and culpable conduct by the employee insufficient. In the end, however, the court does dissolve the employment contract on the ground of a disrupted working relationship. So the employment contract does come to an end.<\/p>\n

In another ruling<\/a>, the court finds that there is no culpable conduct by an employee where a ship\u2019s captain sunbathes naked on deck during the voyage and has himself massaged (for payment) by sailors. On return, the captain is confronted about his behaviour. According to the employer, the employee did not realise his conduct was unacceptable and showed a complete lack of self-reflection. The court considered the nude sunbathing and the massages to be undesirable conduct for a captain. Such conduct undermines a captain\u2019s authority and does not fit the current era either. But the court found that the captain still deserved one last chance here. His conduct had previously been tolerated by his employer for years, and the captain had now promised to stop. According to the court, there was no (lasting) disruption of the working relationship. So the employment contract does not come to an end.<\/p>\n

Conclusion and tips<\/strong><\/h4>\n

Both employees showed no self-reflection. One is dismissed and the other gets one last chance. How can that be? The difference lay in building a solid file and the opportunities for improvement offered by the employer.<\/p>\n

Tip 1<\/u><\/em><\/strong><\/p>\n

Always record in writing the conversations you have with each other<\/strong>. This can simply be done by sending an email with a summary.<\/p>\n

Tip 2<\/u><\/em><\/strong><\/p>\n

If the employee is not performing well: address it with them and draw up an improvement plan<\/strong>.<\/p>\n

For both tips, calling in legal support in good time can be wise!<\/p>\n

Discover the do\u2019s and don\u2019ts of employee sick-leave reporting in a disrupted working relationship during our masterclass on 14 September!<\/strong><\/h4>\n

Curious about the right steps when employees report sick in cases of a disrupted working relationship? The Legal Company invites you to an engaging breakfast session, \u2018Sick-leave reporting by an employee in a disrupted working relationship<\/a>\u2019. Whether it concerns employees with or without self-reflection, this session offers insight into all the crucial legal aspects of sick-leave reporting within this complex framework.<\/p>\n

Using practical examples, we unravel the complexity and share valuable knowledge about legislation, case law and practical tips. After the masterclass you will be fully up to date and able to focus on the right things when it comes to sick-leave reporting during disrupted working relationships. Don\u2019t miss this opportunity to expand your expertise and support your organisation effectively.<\/p>\n

Click here<\/a><\/u><\/strong> for more information and to register!<\/p>\n","protected":false},"excerpt":{"rendered":"

Under Section 7:669(3)(g) of the Dutch Civil Code, a court may terminate an employment contract if \u201cthe working relationship has been disrupted to such an extent that the employer cannot reasonably be required to allow the employment contract to continue\u201d. That may sound simple, but it is a demanding test. Two court rulings: does a […]<\/p>\n","protected":false},"author":2,"featured_media":23313,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"page_builder":"","iawp_total_views":0,"footnotes":"","_et_pb_custom_css":""},"categories":[27],"tags":[],"class_list":["post-30304","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-arbeidsrecht"],"acf":[],"_et_pb_custom_css":"","yoast_head":"\nNo self-reflection and building a file: all hands on deck or smooth sailing? - The Legal Company<\/title>\n<meta name=\"description\" content=\"Lees in deze blog twee uitspraken waarin zelfreflectie en dossieropbouw van belang is bij een verstoorde arbeidsrelatie.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/thelegalcompany.nl\/en\/no-self-reflection-and-building-a-file-all-hands-on-deck-or-smooth-sailing\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"No self-reflection and building a file: all hands on deck or smooth sailing? 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